How to Negotiate a Remote Work Arrangement

This guest post was written by Sarah Clara Rocio.

The COVID-19 pandemic turned the world topsy-turvy. Things that we had not envisioned before became the norm. On the work front, the most game-changing alteration was the introduction of remote work arrangements. The system was established to protect everyone’s health and welfare.

The most surprising thing is that remote working arrangements produced insightful results. Colleagues quickly realized that in-person meetings could easily be Zoom calls. Alternatively, teams could collaborate via emails or other forms of asynchronous communication instead of Zoom calls. Yes, off-site work did not take a lot of getting used to.

However, as anticipated and hoped for, the pandemic has finally ceased control of our lives. We are virtually back to the old normal, which means returning to how we used to do things—including onsite work setup.

But it’s not easy to surrender the privileges of remote work. There’s the flexibility it allows, which makes work-life balance possible. Also, there’s the convenience of not having to commute to and from the office five days a week. And these are just the tip of the iceberg.

It’s understandable if you want to keep on working remotely. But chances are, you’ll have to negotiate that with your superiors. To prepare you for that all-too-important talk, here are a few tips.

Do your research

Whether you’re negotiating a pay raise or a remote work arrangement, data won’t hurt. It’s best to do your research first. Look at the matter from both a general and specific point of view.

By general, we mean consult surveys that tackle the subject. Of course, you need to get behind those with results that advance the goal you want to champion. Here, you want to vouch for the effectiveness and convenience of remote work.

As for specifics, look at your organization’s work policies pre-pandemic and during the unprecedented event. Dig into goals and objectives. Were there significant differences between accomplishments made before and after the remote work setup was introduced? If none, that should help illustrate your point.

Outline your ideal arrangement

Do you want to work regular office hours? Or are you willing to take on the responsibility of being on call 24/7 so long as you’re allowed to stay off-site? Whatever your ideal arrangement, make sure it’s clear and precise. When you raise the conversation with whoever’s in charge, you should know precisely what you’re asking for.

Moreover, come prepared with arguments supporting your request’s legitimacy. For instance, create a list of your noteworthy contributions to the organization in the past months or years of working remotely. These will strengthen your case on why you should be allowed to remain working off-site.

Prepare a written proposal

Your superiors are likely busy. They won’t be able to grant your request for a meeting the soonest time you want it. While waiting for the time between the date you requested an appointment and the negotiation day, allow your superiors to mull over the subject via a written proposal. They could consult what you’ve written whenever they’re free to do so.

Another upside of writing a proposal is that you get to organize your thoughts. Come negotiation day, you could use what you’ve written to guide your arguments, and you won’t find yourself scrambling for words.

Discuss similarities to in-person work

Review the nature of your job description. Take note of how your regular days at the office pan out. List down the instances in which you need to collaborate with colleagues. Narrate how those collaborations happen.

Now, create an alternate narrative in which those routines happen outside the office based on your personal experience of working remotely. Show your superiors there’s no need for you to be present at the office when you can do your job just as excellently off-site.

Assess the benefits of remote work with your employer

There’s one less computer to switch on Mondays to Fridays. There’s one less staff using pantry water. There’s one less body to increase the heat within the office, demanding extensive and expensive work from the air conditioning system. Your employer gets to save money.

However, those are not the only upsides on their end.

The most important promise you need to mention is an increase in productivity. That’s what your employer wants to hear.

Be open to compromise

The negotiation could veer in different directions, with the ideal scenario getting what you want. In cases where your superiors won’t budge, be willing to compromise. For example, if they offer you a hybrid work setup, consider it first before saying no outright. You don’t have to answer right then and there. Sleep on it if you have to.

Your superiors might also allow you to work remotely for good with the caveat of a pay cut. In that regard, determine your priorities. Weigh the pros and cons of all possible scenarios.

Suggest a trial period

If your superiors are not keen on allowing you to work from home for good but are willing to explore the matter further, suggest a trial period. This arrangement could be as short as three months or extended to half a year. The goal is to prove your worth throughout this dry run.

Your productivity should speak for itself. It would help if you went out of your way to accomplish deliverables within the deadline. Most importantly, your colleagues should be able to vouch for how easy collaborating with you is, even if you’re working remotely.

Wrapping It Up

The truth of the matter is that not all managers are willing and able to embrace change. That’s true even if the change in question has already been tried and tested to work for the benefit of all parties involved. That could be a valid reason you and your colleagues are now requested to report back to the office.

However, there’s a way to change the minds of your organization’s decision-makers. Follow the tips above and improve your chances of convincing your superiors that you’re better off working at home or wherever you please.